There is a time in every student nurse's formal education when they think they will never reach the end of their nursing program. I know I did! For many, that time is finally here; it's graduation season! New graduates are donning their caps and gowns, and all their hard work is finally coming to an end. As they tie up last-minute requirements and begin preparing for their NCLEX-RN, they are also starting their hunt for the perfect first job. When I graduated nearly 17 years ago, the number of vacant job openings was few and far between. As all of you nurse leaders know, that is not the case today. New graduates have a plethora of options when it comes to their first position. Thinking about how you can stick out from the crowd is essential. Offering an innovative approach to the transition to the practice period and communicating how your organization's support differs is critical. Here are five things you can share with potential new hires to help your organization stand out.
1. Communicating Your Expectations
Let potential new hires know that you fully understand that new graduates enter practice with the minimum knowledge, skills, and abilities required to do the job and that you EXPECT them to continue to grow their competence throughout the first year and beyond. When nurse leaders communicate their understanding that growth continues to occur upon entry to practice, new graduates can take that as a sign that they will be given adequate time and support to develop from novice to competent nurse. New graduates already feel the immense pressure to hit the ground running. Let them know they will have supportive leadership.
2. Share What Support Looks Like
Communicate that transition to practice is about more than just knowing clinical skills. Let potential new hires know how you plan to support their personal growth, develop relationships within the interdisciplinary team, organizational strategies for mitigating workplace incivility strategies, and what organization support looks like from onboarding and orientation to nurse residency and mentoring. Sharing these details tells the new graduate you plan to support their needs as a whole person for the long haul.
3. Preceptor/Preceptee Experience
The skills of the preceptor are pivotal in successfully orienting new graduates to their positions. Help your organization stand out by sharing what you do to ensure a positive preceptor experience. What kind of training do your preceptors have? What will the workload look like for the preceptor/preceptee dyad? What structures are in place that allow time for 1:1 feedback throughout the orientation process ensuring forward progression and competency building? You may think new graduates don't care about this, but they don't know what they don't know. Let them know you are doing everything to ensure they have a comprehensive and robust orientation!
4. Residency Programs
More and more organizations are offering residency, which is excellent, but how do you make yours stick out? Talk about how your residency program is different. Do they come in for 8 hours on their day off, or do you offer a program that allows added flexibility, letting them access the content anytime, anywhere? Are they assigned a mentor they always have access to during the residency program, or is it just a once-a-month session they attend? Include what topics are covered in the program and how it will help them to do their job better. Again, be sure to focus not just on psychomotor skill development but professional and personal growth and development, emphasizing that you plan to support all aspects of them as human beings.
5. Staffing Models
If your organization uses alternative staffing models that prioritize a limited scope of practice for NGNs until complete mastery is achieved, you must mention it! Allowing time to focus on the basic skills and slowly build upon them until they are ready for more complex assignments will help the NGN have a more positive experience. It is a huge selling point for new graduates bombarded with options. If new nurses can access an educator or a highly skilled nurse as a resource person during nights and weekends, please share it! Knowing support will be there even during off hours is a selling point.
New graduates consider a lot when picking their first job. Nurse leaders can help their healthcare organization stick out from the crowd by sharing expectations, and critical aspects of support, highlighting the preceptor/preceptee experience, their unique approach to residency, and staffing models during skill attainment. If the strategies shared are not part of your transition to practice experience for new graduates, consider how they can be!
Need help? We are here! The Iowa Online Nurse Residency Program offers an innovative and cost-effective approach to nurse residency that focuses on professional and personal skills needed for a positive transition to practice. We also provide Supporting Nurses a training program for preceptors, mentors, and coaches so those supporting new graduates have the skills to help new graduate nurses successfully. Want to learn more? Schedule a call today!
Nicole Weathers, MSN, RN, NPD-BC
Iowa Online Nurse Residency Program Manager